Recruiter guide
Keep every hiring decision connected to the next step.
A hiring process works better when each stage has a purpose, a clear owner and the information needed for the next decision. Use this sequence to organize a role from the first brief through candidate review, interviews, an offer and the actual hiring outcome.
1. Create the job and agree on the Hiring Brief
Record the role, company, responsibilities, compensation and working location. Agree on the essential requirements and the outcomes the hire should deliver. Give the hiring manager a chance to resolve vague or conflicting expectations before candidate review begins.
In Jalvexa, Create Job brings that information together. Review the Hiring Brief and Hiring Reality questions so the search starts from a role you can explain. Keep later changes visible and revisit earlier decisions when a requirement changes.
2. Find candidates and review their profiles
Use Find Candidates to discover professional profiles related to the role, or add candidates who have supplied resumes. Talent Network offers another path through professional details candidates have chosen to share. Start with the available evidence and its limits.
Open the Jalvexa candidate profile before making a judgment. Check which facts are present, what remains unverified and whether a time-limited search view is still available. A discovered profile does not establish the candidate’s interest in the role.
3. Evaluate the fit and build a shortlist
Compare candidates against the same job requirements. Keep the supporting examples and unresolved questions alongside the evaluation. A brief profile can support only a brief assessment; detailed experience needs its own evidence.
Choose the shortlist based on reasons you can explain to the hiring manager. Consider Mutual Fit questions such as compensation, location and priorities, then confirm them with the candidate. Keep assumptions out of the decision record.
4. Review contact and plan the interview
Prepare a contact draft with the role and a useful reason for the conversation. Review the recipient and the wording, approve the draft and send it through your chosen communication channel. Record the actual response and agreed next step.
Plan interview questions around the work and the gaps that matter. Ask for examples, the candidate’s contribution and the conditions they faced. Keep their account separate from your interpretation, and use a consistent core of questions when comparing candidates.
5. Present the candidate and discuss the offer
A presentation should explain the evidence supporting the recommendation, important unknowns and the next decision needed. Keep the Hiring Brief and interview notes available to the decision-maker. Record changes in expectations rather than quietly shifting the criteria.
When an offer is made, record its actual terms and status. Confirm compensation and practical arrangements directly with the people involved. An offer draft or a stage selection does not establish acceptance.
6. Record the hire and track the outcome
Move the candidate to Hire only when the hiring decision and acceptance have actually occurred. Keep the stage, notes and next action aligned with what happened. Track the job’s progress so unfinished follow-ups and decisions remain visible.
Review where candidates stalled and which questions improved the decision. Use real outcomes to improve the next brief and interview plan. Jalvexa keeps the workflow together; the people making the hiring decision remain responsible for checking claims and agreeing on the next move.